EdLawConnect Blog

This is the first blog post in a series that will address issues that arise when educational employees work remotely using technology and when students access education remotely including, but not limited to: learning applications, cybersecurity, equity, and accessibility.

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While school and community college districts have policies and complaint procedures to address overt unlawful discrimination and harassment in the workplace, there is a more subtle aspect of workplace culture which creates potential liability for employers – microaggressions.

As the #MeToo Movement placed a glaring spotlight on the continuing problem of sexual harassment in the workplace, outgoing California Governor Jerry Brown signed several bills aimed at curbing harassment. All of them impact California employers, both public and private.

The typical workplace bulletin board is densely packed with legally required posters and employee notifications. As laws change, the posters must be updated to reflect the changes. For example, the minimum wage in California increased to $10 an hour on January 1, 2016; the required poster specifying the minimum wage should reflect that most recent increase.

The Consolidated Omnibus Budget Reconciliation Act of 1985 – commonly known as “COBRA” – gives certain former employees, their spouses, and dependent children the right to continue health coverage at the employer’s group rates. COBRA generally obligates both public and private employers with 20 or more employees to offer COBRA coverage when coverage is lost due to certain “qualifying events.”

A new year often presents a suitable opportunity to review important employment policies. Although policies concerning the “acceptable use of electronic resources” were a novelty only a decade ago, they have now become so common that employers may neglect to review them from time to time to be sure they are still current. A policy written in 2005 could be out of date if it does not accommodate advances in ...